Organizational Development Manager

Role & responsibilities

To manage end-to-end Leadership Development within the organization: Is expected to independently and strategically do:

Diagnostics and Analysis

• Engaging with key stakeholders / senior management within the organization and conducting OD Consulting sessions with them to obtain diagnostic data and analyze the immediate areas of development of the Leadership team
• Using these findings to design a Leadership Development Strategy that caters to the Senior Leadership within the Organization and contributes to building and enhancing Leadership capabilities
• Initiating and conducting Individual SWOTs and IDPs for each BU Head, SVP and VP across all verticals and skill sets to facilitate their development and maturity as leaders
• Identifying critical leadership talent and their development needs

Development of Strategy

• Formulating a robust Leadership Development Strategy, to include a bouquet of Leadership Programmes to enhance Leadership Competencies, that focuses on both long-term and immediate need
• Focusing on customized, role-based and skill development interventions for the Leadership within the organization
• Constantly seeking opportunities to garner best practices from different organizations and interact with experts from the industry for the same
• Identifying forums and vendors, and liaising with them to cater to development needs within the organization
• Collaborating closely with OD team, HR department / vertical function heads, and individual team members to ensure alignment and integration of strategies, projects and programs for successful implementation and results

Implementation & MOS

• Facilitating effective leadership development interventions to maximize leadership effectiveness
• Partnering with department Heads/ Managers on the implementation & facilitation of the planned OD & team development interventions
• Conducting team interventions to facilitate effective cross functional working at a leadership level
• Engaging with the senior leadership and providing ongoing formal and informal feedback on Leadership effectiveness within the organization
• Measuring the effectiveness and the impact of various interventions executed at the Senior Leadership level through feedback and experience from previous interventions
• Ensuring appropriate steps to improve effectiveness and efficiency of the interventions in building Leadership capabilities

II. To manage and drive Talent Management & Development within the organization:

• Partnering with management within the organization to gain a commitment from them to initiate Talent management and development programmes
• Creating a systematic process/ programme to identify top talent at various levels within the organization by closely working with the Heads in each vertical/ skill set and understanding the performance trends in accordance with the business plan
• Identifying critical roles at various levels, creating a talent pool within the organization so as to create more support for a diverse workforce and avoid redundancy of these critical roles
• Developing talent needs for these identified critical roles so as to create more opportunities for high potential
• Working with key stakeholders to create a development plan for each identified employee

Initiating Succession Planning

• Linking the top talent management programme to a Succession Planning programme to create a strong second line for key positions at the Senior Management levels and other levels in the organization
• Developing a robust succession planning programme to enhance these roles to the next level

III Building Organisational Culture: Internalising and institutionalizing culture by embedding values in various stages of the employee life cycle.

IV Development Centers: Developing DCs , BARS , Competency matrix , certified assessor

Iv To manage & drive Performance Management & Improvement:

Self & team

• Conducting regular/ periodic one-to-one conversations with direct reportees to have discussions on their progress on individual/ team projects, discuss any challenges and concerns & create game plans on how to achieve set targets
• Taking concrete steps to course correct through best practice sharing within the team
• Making recommendations cross functionally for improving ways of working & suggestions for process improvements while working on projects and interventions
• Managing own personal growth and development continually by keeping self updated with current process/business knowledge and working with Reporting Manager for personal development

Organization

• Developing & implementing OD interventions for enhancing the effectiveness of employee performance in achieving the goals and objectives of the individual and organization
• Reviewing the current performance management systems in the organization, checking for effectiveness and proposing for change and improvement to make it efficient to suit the business objectives and company plan

KNOWLEDGE, SKILLS & COMPETENCIES REQUIRED

Functional Skills and Competencies:

Knowledge & experience of OD processes & practices

Is expected to have:

• Thorough knowledge & experience of various interventions done from an OD perspective and for developing Leadership Capability, OD as a function and how it impacts the performance and development of other functions to be able to understand stakeholder/ business requirements and deliver the relevant and right solutions for the same or provide support
• Knowledge and experience of Project Management, Transformational Change, Leadership Approaches, and Business Process Re-engineering to be able to approach stakeholders for their requirements and needs in alignment with business strategies
• Affiliation with various professional forums within the industry to provide opportunities for interaction and best practice sharing
• Prior experience in Talent management / Learning & Development / OD, experience in people development & coaching as an HR Business Partner

Competency Mapping

Job Analysis, job descriptions & Behavioural /Leadership competency framework for the delivery organisation, enabling fictions and the sales organisation. Embeddeding them in various stages of the Employee Life cycle Training, PMS, IJP & Hiring

Coaching

• Ability to coach DRs through their challenges & issues to continuously enhance performance & behaviours on delivery of tasks
• Ability to coach peers and seniors, and providing coaching to stakeholders to discover possibilities/ solutions to their business problems/ glitches

Analytical Thinking & Decision Making Skills

• Knowledge and experience of conducting gap analysis and training needs analysis to be able to meet stakeholder needs and requirements and be able to provide solutions and suggestions for needs and problems.
• Ability to establish facts and develop conclusions and recommendations following detailed assessment and analysis obtained from Diagnostics done for various development projects within the organization from an OD perspective
• Ability to make, communicate and deploy decisions related to people and processes and to control, monitor and evaluate the effectiveness of the decisions implemented
• Ability to make tough and rational decisions while dealing with various business needs of stakeholders, even under stress

Conceptualizing

• Ability to conceptualize on interventions relevant to providing solutions to stakeholders and the leadership within the organization
• Ability to analyze and form strategies on developing processes, creating and designing interventions to manage and enhance Leadership capability and Talent Management within the organization
• Provide creativity and innovation in OD work; take risks within context of overall strategy to initiate change and improvement

Content Designing & Development

• Knowledge and experience of content designing for a variety of interventions related to people development and in turn contributing to organization culture and effectiveness
• Ability to design modular content through a variety of mediums and customize content framework and delivery to suit the stakeholder requirements and ensure favourable learning transfer environment and to enable ongoing learning
• Knowledge and experience of identifying and setting measures to gauge effectiveness of interventions implemented and delivered
• Knowledge and experience of levels of evaluating performance through training and interventions

Facilitation skills

• Demonstrate experienced ability to facilitate interventions for mid to senior levels within the organization through Instruction Design and Training Delivery skills
• Presentation skills to be able to present data and project plan effectively to business/ key stakeholders as well present content delivery in an effective manner
• Ability to make impactful presentations and influence opinions across the organisation
• Ability to facilitate interventions for senior levels within the organisation

Customer Centricity: (core)

Customer orientation is a key competency required for this role.

• Consistently place a high value on customers (internal and external) and all issues and factors that relate to customer experience/ stakeholder expectations and needs
• Ensure delivery of all promises and commitments made to the customers/ stakeholders
• Required to maintain high confidentiality with sensitive information and data and display integrity

People Management

Performance management

• Conduct effective and meaningful performance conversations with DRs with equity and emphasis on behaviours
• Good understanding and direct experience of best practice in people management, including performance management
• Ability to provide feedback in constructive, firm and outcome focussed manner

Influencing & Negotiating Skills

• Ability to have discussions with stakeholders and team members on discussing realistic timeliness for project delivery and implementation of various interventions by getting an appropriate buy-in
• Experience with a variety of vendors and an ability to engage and manage vendor relationships
• Client Relationship Management and Consulting Skills to be able to have a consultative approach to stakeholder needs and requirements
• Influencing and communication skills, internal marketing and demonstrable capability in relationship building at all levels

Preferred candidate profile

• Graduation required
• Post Graduate Qualification in HR or related field required
• Minimum of 10 years' experience in an OD or related (People and Leadership Development and Talent Management) field
• Experience in conducting Assessment /Development Centres. Certification preferred.
• Good experience and certification in Project Management preferred
• Certification on a variety of psychometric tools (preferred)- MBTI. DISC. Hogan
• Experience in creating & executing Culture Journeys . Certification preferred.(LSI/GSI/OCI)
• Coaching certification (ICF/CFI)